Organization change according to Carter, (2004), is how a company or organization reviews and modifies its management structures and business process; organizational change involves people and modifications are made to make the organization successful by implementing better ways and methods in the work environment. I have chosen to explain the Cummings and Worley’s five dimensions of leading and managing change; according to Cummings & Worley (2004), the dimensions of organizational change include motivating change, creating a vision, developing political support, managing the transition, and sustaining the momentum.
A leader can use Cummings and Worley’s dimensions to guide organizational change; in the first aspect of motivating change, it helps in creating readiness to overcome resistance from the employees with communication being the key component. Creating a vision helps in creating goals with the proper assessment of past, current, and future of the organization making the visions come true. Developing political support is essential as it assists the employees recognizing their importance in the organization and this makes them accept the changes easily. Managing the transition involves lots of planning, and this helps the organization meet its goals, lastly sustaining momentum is important as it includes the employees helping them to know why there needs to be a change. Employees should also be supplied with the necessary material to perform the change; all these stages of organizational change make a change possible in the organization.
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After reviewing several posts from my peers, one of them focused on nine steps in Ackerman and Anderson’s roadmap for change while the other did the three components of organizational change. Both my post and that of my two peers focuses on organizational change; all give details of steps and processes which should be followed to ensure that organizational change is implemented successfully. The different on our works is that each provides an outline of different procedures to be followed citing different practices to be done to ensure successful implementation of change.
References
Carter, Louis. (2004). Best Practices in Leadership Development and Organization Change . Jossey-Bass Publishers.
Thomas, Cummings. and Christopher, Worley. (2004). Organization Development and Change . South-Western Publication.
